USF's objective is to pay equitably and fairly, insofar as possible, in comparison to individuals in comparable positions within the University (internal equity) and outside of the University in our "industry" and region (external equity). Individual competencies, assigned duties and responsibilities of the position, and performance levels are bona fide reasons for differences in pay within a classification or pay range. In some cases, length of service may be a bona fide reason for a difference among salaries.

USF’s compensation strategy is based on three basic principles:

• Pay is competitive
• Pay is enhanced for the acquisition and application of competencies/ contributions valued by USF
• Pay is enhanced for successful outcomes

This compensation strategy is premised on the underlying philosophy that USF will pay our employees as much as possible.

Insofar as funds permit, strategies will include the following:

• Striving to pay a comparable salary to achieve internal and external equity. Where funding is limited, colleges/divisions may strive for a target salary which may be less than the actual market salary and/or have a multi-part plan for achieving internal and external equity.
• Considering and recognizing an employee's individual or team performance, including, but not limited to, meeting University goals and contributing to the enhancement of the University's effectiveness; and
• Recognizing specific outcomes which result from individual skills/competencies

This will be accomplished through improved efficiencies which will allow us to have fewer employees.

Each organizational unit, except as limited by the appropriate vice president/Provost, has the authority to determine how appropriated salary dollars are used in accordance with University policies and procedures. Discretionary salary determinations may be based on individual or team outcomes. (NOTE: Discretionary (non-guaranteed) salary determinations are those not mandated by the Legislature. Except where mandated by the Legislature, all salary increases for out-of-unit A&P are discretionary.) Refer to Delegation of Authority for Compensation .

Delayed salary increases may occur when sufficient funds, either total or partial, are not available to fund the increase at the time it is approved. The salary increase may be implemented retroactively within 12 months after the approval of the increase. For increases delayed longer than 12 months are processed as special pay increases. These may not be retroactive. Refer to Delayed Pay Increase.

When determining an employee’s salary, the hiring authority should consider a number of factors. In determining starting salaries for promotion, change in assignment, or making salary adjustments based on competitive market salaries, the hiring authority may use the market salary information provided by Human Resources. Refer to Determining How Much to Pay.

Copyright ©2001Human Resources, University of South Florida